This video is about team work and rights of professional working in different organizations. Topics like ethical corporate climate, loyalty and collegiality, respect for authority, professional rights, employee rights: sexual harassment, non discrimination, affirmative actions, privacy rights, right to equal opportunity etc are discussed

1. TEAM WORK AND
PROFESSIONAL RIGHTS
Atiq ur Rehman

2. SUMMARY
• Ethical Corporate Climate
• Loyalty and Collegiality
• Respect for Authority
• Professional Rights
• Privacy Rights
• Right to Equal Opportunity

3. ETHICAL CORPORATE CLIMATE
An ethical climate is a working environment that is conducive to morally responsible conduct.
Within corporations it is produced by a combination of formal organization and policies,
informal traditions and practices, and personal attitudes and commitments.
Defining features of an ethical corporate climate;
1) First, ethical values in their full complexity are widely acknowledged and appreciated by
managers and employees alike.
2) Second, the use of ethical language is honestly applied and recognized as a legitimate part
of corporate dialogue.
3) Third, top management sets a moral tone in words, in policies, and by personal example.
4) Fourth, there are procedures for conflict resolution.

4. LOYALTY AND COLLEGIALITY
Agency-loyalty is acting to fulfill one’s contractual duties to an employer.
Attitude-loyalty is related with attitudes, emotions, and a sense of personal
identity as it does with actions.
Collegiality cite acts that constitute disloyalty. More precisely it includes;
1) Respect for colleagues, valuing their professional expertise and their
devotion to the social goods promoted by the profession.
2) Commitment, in the sense of sharing a devotion to the moral ideals
inherent in one’s profession.
3) Connectedness, or awareness of participating in cooperative projects
based on shared commitments and mutual support.

5. RESPECT FOR AUTHORITY
Clear lines of authority provide a means for identifying areas of personal
responsibility and accountability.
Executive authority is the corporate or institutional right given to a person
to exercise power based on the resources of an organization.
Expert authority is the possession of special knowledge, skill, or
competence to perform some task or to give sound advice.
There are wide variations in how engineers and managers relate to each
other.
Engineer-oriented companies focus primarily on the quality of products.
Customer-oriented companies make their priority the satisfaction of
customers.
Finance-oriented companies make profit the primary focus.

6. PROFESSIONAL RIGHTS
Engineers have several types of moral rights like human, employee, contractual,
and professional rights.
As humans, engineers have fundamental rights to live and freely pursue their
legitimate interests, rights not to be unfairly discriminated against in employment
on the basis of sex, race, or age.
As employees, engineers have special rights, including the right to receive one’s
salary in return for performing one’s duties and the right to engage in the
nonwork political activities of one’s choosing without reprisal or coercion from
employers.
As professionals, engineers have special rights that arise from their professional
role and the obligations it involves. Three professional rights are essential
(1) The basic right of professional conscience (2) right of conscientious refusal
and (3) right of professional recognition.

7. PROFESSIONAL RIGHTS:
PROFESSIONAL CONSCIENCE
It is the moral right to exercise professional judgment in pursuing professional responsibilities.
1) One is to proceed gradually by reiterating the justifications given for the specific
professional duties.
2) The second way is to justify the right of professional conscience from ethical theories.
Duty ethics regards professional rights as implied by general duties to respect persons.
Rule-utilitarianism would emphasize the public good of allowing engineers to pursue their
professional duties.
Rights ethics would justify the right of professional conscience by reference to the rights of the
public not to be harmed and the right to be warned of dangers from the “social experiments” of
technological innovation.

8. PROFESSIONAL RIGHTS:
CONSCIENTIOUS REFUSAL
The right of conscientious refusal is the right to refuse to engage in unethical behavior
and to refuse to do so solely because one views it as unethical.
(1) Where there is widely shared agreement in the profession as to whether an act is
unethical.
(2) Where there is room for disagreement among reasonable people over whether an
act is unethical.

9. PROFESSIONAL RIGHTS:
RECOGNITION
Engineers have a right of professional recognition for their work and
accomplishments. Part of this involves fair monetary remuneration, and part
nonmonetary forms of recognition.
what a reasonable salary is or what a fair remuneration for patent discoveries is?
Such detailed matters must be worked out cooperatively between employers and
employees, for they depend on both the resources of a company and the bargaining
position of engineers.

10. EMPLOYEE RIGHTS:
Employee rights are any rights, moral or legal, that involve the status of being an
employee. They overlap with some professional rights. However, here we will focus on
human rights that exist even if unrecognized by specific contract arrangements.
1) Privacy rights
2) Rights to equal opportunity
a) Preventing Sexual Harassment
b) Nondiscrimination
c) Affirmative Action

11. PRIVACY RIGHTS
The right to pursue outside activities can be thought of as a right to personal privacy in
the sense that it means the right to have a private life off the job.
In speaking of the right to privacy here, however, we mean the right to control the
access to and the use of information about oneself.
As with the right to outside activities, this right is limited in certain instances by
employers rights, but even then who among employers has access to confidential
information is restricted.
For example, the personnel division needs medical and life insurance information
about employees, but immediate supervisors usually do not.

12. RIGHT TO EQUAL OPPORTUNITY:
NONDISCRIMINATION
Discrimination due to one’s gender, race, skin color, age, or political or religious
outlook.
Such discrimination that is, morally unjustified treatment of people on arbitrary or
irrelevant grounds is especially pernicious within the work environment, for work is
itself fundamental to a person’s self image.

13. RIGHT TO EQUAL OPPORTUNITY:
AFFIRMATIVE ACTION
Affirmative action, as the expression is usually defined, is giving a preference or advantage to
a member of a group that in the past was denied equal treatment, in particular, women and
minorities.
The weak form of preferential treatment consists in hiring a woman or a member of a minority
over an equally qualified white male. The strong form, by contrast, consists in giving
preference to women or minorities over better-qualified white males.
Can such preferences, either in the weak or strong form, ever be justified morally (as distinct
from legally)? There are strong arguments on both sides of the issue.

14. RIGHT TO EQUAL OPPORTUNITY: SEXUAL
HARASSMENT
It is the unwanted imposition of sexual requirements in the context of a relationship of
unequal power.
It takes two main forms: quid pro quo and hostile work environment.
Quid pro quo includes cases where supervisors require sexual favors as a condition for
some employment benefit (a job, promotion, or raise). It can take the form of a sexual
threat (of harm) or sexual offer (of a benefit in return for a benefit).
Hostile work environment is any sexually oriented aspect of the workplace that
threatens employees’ rights to equal opportunity. It includes unwanted sexual
proposals, lewd remarks, sexual leering, posting nude photos, and inappropriate
physical contact.

15. RIGHT TO EQUAL OPPORTUNITY:
SEXUAL HARASSMENT
Sexual harassment is a display of power and aggression through sexual means. Accordingly, it
has appropriately been called “dominance eroticized.”
Thus a duty ethicist would condemn it as violating the duty to treat people with respect, to
treat them as having dignity and not merely as means to personal aggrandizement and
gratification of one’s sexual and power interests.
A rights ethicist would see it as a serious violation of the human right to pursue one’s work
free from the pressures, fears, penalties, and insults that typically accompany sexual
harassment.
And a utilitarian would emphasize the impact it has on the victim’s happiness and self-
fulfillment, and on women in general. This also applies to men who experience sexual
harassment.